So, you’ve probably heard the rumblings. Or maybe you've felt the seismic shift in your morning commute already. The DHS return to work order isn't just a suggestion anymore—it's a full-blown reality that has completely reshaped how the Department of Homeland Security operates.
Gone are the days of pajama-bottom Zoom calls for most. Since early 2025, the directive has been crystal clear: get back to the office. Full-time. Five days a week.
Honestly, the transition hasn’t been exactly "smooth sailing" for everyone involved. While leadership argues that in-person collaboration is the "secret sauce" for national security, thousands of employees are currently navigating the logistics of a world where telework has been essentially gutted.
The Trump Directive: Why the DHS Return to Work Happened So Fast
It all started on day one of the new administration. President Trump signed a Presidential Memorandum on January 20, 2025, that basically pulled the plug on the federal remote work era.
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DHS Secretary Kristi Noem didn't waste much time either. By late January 2025, the message to the workforce was unequivocal: the Department would fully comply with the mandate to return to in-person work. For an agency as massive as DHS—we're talking over 240,000 employees—this was a logistical mountain to climb.
Who actually has to go back?
Basically, everyone who isn't explicitly excused. The memo targeted:
- Full-time remote workers.
- Hybrid "teleworkers" who were doing 2–3 days at home.
- Employees who were hired during the pandemic and never even had a desk at headquarters.
The goal? 100 percent in-person attendance. It’s a bold target, especially when you consider that many DHS offices had already downsized their physical footprints or let leases expire over the last few years.
What Most People Get Wrong About the New Policy
There’s a lot of chatter online about whether this is "legal" or if the unions can stop it.
Here’s the reality: while the American Federation of Government Employees (AFGE) and other unions have pushed back hard, claiming this undermines government effectiveness, the "management's right" to determine the location of work is a pretty high hurdle to clear in federal court.
Some people thought there would be a long "grace period." There wasn't. For many components like the Coast Guard, the deadline to report back was as early as February 12, 2025.
A Surprising Detail: In some DHS offices, employees were reportedly asked to send "selfies" or check in via specific IT systems to prove they were actually at their desks. It sounds extreme, but it highlights how serious the department is about verification.
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The "50-Mile" Rule
One of the biggest stressors for the DHS return to work transition has been for those who moved away. If your duty station is more than 50 miles from an existing agency office, the OPM guidance basically says the agency must take steps to move your duty station to an appropriate office.
If there isn't one? That’s where things get murky. You’re either moving back, commuting a ridiculous distance, or looking for a new gig.
Exceptions to the Rule: Who Gets to Stay Home?
It’s not a total, 100% shutdown of telework, though it feels like it. There are a few "escape hatches," but they are narrow.
- Reasonable Accommodations: Under the Rehabilitation Act, if you have a documented disability or a qualifying medical condition, you can still apply for telework. This is a legal requirement that supersedes executive orders.
- Compelling Reasons: This is the "grey area." A supervisor and an agency head can certify a "compelling reason" for an exemption. What counts as compelling? That’s the million-dollar question. Usually, it’s mission-critical stuff that simply cannot be done in an office.
- Situational Telework: This is still technically on the table for emergencies—think blizzards in D.C. or a burst pipe in the building. But it’s no longer a "lifestyle" choice.
The Chaos of Implementation
Let's be real for a second. Returning to work sounds easy on paper, but the logistics are a nightmare.
I’ve talked to folks who arrived at their "assigned" buildings only to find there weren't enough desks. Others are dealing with "hotel-ing" systems where you have to reserve a spot like a restaurant table.
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And don't even get me started on parking.
When you suddenly flood downtown D.C. or regional hubs with thousands of workers who haven't been there in four years, the infrastructure groans. Public transit schedules haven't all caught up. Childcare waitlists are miles long. It’s a lot to handle at once.
Actionable Steps: How to Handle Your DHS Return to Work
If you’re still in the middle of this transition or facing a looming deadline, you need a plan. Don't just show up and hope for the best.
- Review Your Agreement: Check your original hiring paperwork. If you were hired as a "remote" worker (not just a teleworker), your protections might be slightly different, though the 2025 OPM guidance has made it easier for agencies to rescind those.
- Document Everything: If you’re applying for a medical exemption, get your doctors in the loop early. The paperwork for federal reasonable accommodations is notoriously dense.
- Check the "Nearest Office" Provision: If you’re far from headquarters, look into whether there is a "satellite" DHS office closer to you. Sometimes you can report there instead of trekking to the main hub.
- Update Your Commuter Benefits: DHS has programs to help with transit costs. If you’re going back five days a week, make sure you’re maxing out these subsidies to take the sting out of the gas or metro prices.
- Talk to Your Union Rep: Even if they can't stop the mandate, they can often help negotiate the terms of the return, like flexible start/stop times (flextime) which haven't been banned by the new memos.
The DHS return to work saga is far from over. As we head further into 2026, we’ll likely see the results of this experiment—whether it actually boosts productivity or leads to a massive "brain drain" of talent to the private sector. For now, the lights are back on at the office, and the desks are getting crowded again.
Practical Next Step: If you are seeking a medical exemption, your first move should be to download the latest Form 256 and schedule a consultation with your healthcare provider to ensure your documentation aligns with the current OPM "compelling reason" criteria.